RIAM INSTITUTE OF TECHNOLOGY

School of Health and Science

Diploma in Occupational Health and Safety

Occupational Health and Safety Management System

(DSH402)

Details of Assignment
Student Name Marcella Lema Anak Boniface Babai
Student ID Number DOSH007829
Email Address dohs007829mlabb@riamtec.edu.my
Subject / Subject Code DSH402
Title The 3 Es of Safety and Health Management are
Education, Engineering and Empowerment.
Lecture Name Mr. Tan Joseph
Date of Submission 28 October 2022
Office Use Only
Date Received
Received By
INTRODUCTION

The 3E's of Occupational Health and Safety System Management are Education,
Engineering, Empowerment. An occupational safety and health management system is a
management system, or a component of a management system, that is used to implement the
occupational safety and health policy in order to protect workers from work-related illness
and injury and to maintain a safe and healthy workplace. The workplace safety and health
management system combine management, system thinking, and occupational safety and
health. However, Occupational Health and Safety Management System are important because
it can reduce chance of accidents or injuries by locating and removing dangers. A rise in
efficiency and output as a result of fewer workers missing time from illness or accident.
Increased morale and interactions among employees (a safer work environment is a less
stressful work environment).

EDUCATION

1.0 ABOUT EDUCATION IN OHSMS

Employees must be aware of any potential workplace risks, as well as how to spot them and
take precautions to limit their exposure. They can learn this information the most effectively
through instruction and training. Why are they important? Education teaches the value of safe
techniques and procedures; it influences attitudes toward safety, and attitudes behavioural
control. On the other hand, training enhances the abilities needed for safe work. Employees
need to be aware of workplace risks, health and safety regulations, safe work procedures, and
emergency procedures. This expertise is developed through new hire orientations, recurring
safety and health training, and emergency exercises. Supervisors and managers also require
education and training, both of which will aid them in their leadership responsibilities and
will improve their abilities to identify and handle dangers.

1.2 IMPORTANT OF EDUCATION IN OHSMS

The reason of education in health and safety management system because an effective health
and safety management system is made up of a number of achievable policies, plans, and
procedures that take into account how businesses operate and form the basis of a core system
intended to lower risk and protect people. A firm must have a written health and safety policy
and recorded risk assessments if it employs five or more people. Three categories may be
used to classify the significance of a strong and comprehensive health and safety
management system are moral, legal, and financial.

Moral can be improved organisational culture and a greater awareness of risk can result from
positive attitudes toward safety. Owners of businesses have a moral obligation to protect their
employees. A sound health and safety management system may reduce risk and guard against
workplace accidents. Nobody should ever suffer an injury or a fatality in their place of
employment. By putting in place a health and safety strategy, businesses may improve
employee morale and prevent accidents.

Legal are ensuring compliance with Health and safety regulations, a documented health and
safety management system lowers the risk of criminal or civil legal action for violations that
result in penalties, incarceration, remedial orders, or compensation payments. By assisting in
the coordination of all legal compliance obligations, such as Control of Substances
Hazardous to Health (CoSHH) and Fire, a complete system will also enable you to develop a
holistic and integrated approach to your health and safety management.

Financial should maintaining staff satisfaction and safety at work generates favourable PR for
companies, particularly in high-risk sectors like agriculture. Positive public relations may
open doors in new markets and supply chains as well as boost productivity, profitability, and
business growth. Once developed, demonstrating a thorough health and safety management
system may result in a reduction in your insurance costs for the company. However, staff
retention, motivation, and absenteeism may all be impacted positively by attitudes and
workplace culture. When properly implemented, a good system may assist firms in avoiding
expenses related to bad behaviour, such as FFI, penalties, elevated insurance rates, bad PR,
and corrective expenditures. Moreover, a strong health and safety management system helps
company owners in meeting and going above the minimal legal requirements while also
offering several financial advantages and the capacity to uphold moral obligations. A tried-
and-true management system is essential for the day-to-day operation of your firm, and it is
much more crucial in these historically severe times of crisis.
1.3 HOW OHSMS EDUCATION WORKS?

Education in workers and managers may perform more safely and productively if they are
informed about the risks in the workplace and how to prevent them via education. But
education and training also serve the purpose of better educating employees and managers
about the safety and health programme itself, enabling them to participate in its creation and
execution.

Employers, managers, supervisors, and employees all benefit from education and training
because it equips them with the information and skills, they need to do their jobs safely and
prevent the creation of risks that might endanger others or themselves. The second is
knowledge of workplace dangers and how to spot, report, and manage them. Lastly, when
their line of work entails particular dangers, specific training.

Depending on the responsibilities entrusted to employers or specific managers, supervisors,

and employees, further training may be required. For instance, to ensure that they can carry
out their responsibilities of providing leadership, direction, and resources for the safety and
health programme, employers, managers, and supervisors may need particular training. To
guarantee their full involvement in those duties, employees allocated to certain positions in
the programme (such as incident investigation team members) may need training.

It is possible to deliver efficient instruction and training outside of a structured classroom.

Peer-to-peer training, on-the-job training, and worksite demonstrations can all be useful in
encouraging safe work practises, ensuring that dangers and associated controls are
understood, and communicating safety principles.

The recommended actions include offering programme awareness training, Next, educate
staff members, managers, and supervisors on their responsibilities under the programme.
Third, educate employees on their individual responsibilities within the safety and health
programme. Finally, instruct staff members in danger recognition and control.

1.4 EXAMPLE OF EDUCATION IN OHSMS

Everyone is aware of the workplace dangers that might hurt them, which is an example of
education in occupational health and safety system management. Second, everyone is aware
of how to limit or regulate their exposure to risks. Thirdly, everyone is aware of the proper
and safe ways to carry out their given jobs. Last but not least, everyone is aware of their roles
in maintaining their health and safety.

ENGINEERING

2.0 ABOUT ENGINEERING IN OHSMS

Industrial hygiene, engineering hazard controls, system and process safety, ergonomics,
system safety and fire control, safety and health management, product safety, and
construction safety are all studied by a professional safety engineer. It also includes
environmental safety and health, as well as rules, regulations, and standards governing safety,
health, and the environment, as well as accident investigation and analysis.

Most safety engineers are also engineers in other fields, such as industrial engineering or
mining engineering. They create processes and build systems to safeguard employees, facility
users (or even persons nearby) from being ill or hurt, and to keep property from being
harmed. They use their expertise of health and safety as well as systems engineering to ensure
that chemicals, machines, software, furniture, other items are safe to use and not going to
endanger persons or buildings.

In other words, they anticipate, recognise, and analyse potentially dangerous circumstances
and procedures. They create hazard control designs, techniques, processes, and programmes,
which they execute, manage, and advise others on. It is unusual for safety engineers to think
about software, chemical, electrical, mechanical, procedural, and training issues all at once.

2.2 IMPORTANT OF ENGINEERING IN OHSMS

Why is it critical to employ safety engineers? It makes financial sense. Companies really save
money when their safety is secured since they pay less on insurance and medical bills.
Second, people will feel better about their employment and become more productive if they
know workplace safety is being taken care of properly. They are also less likely to resign,
which eliminates the need for businesses to acquire new employees who must be trained.
Even if an accident occurs, the workers are aware that there are professionals on hand who
can respond promptly to resolve the issue.
2.3 HOW OHSMS ENGINEERING WORKS?

Today, health and safety are critical components of our daily lives. Businesses must preserve
their employees' health. We put procedures and technology in place to limit human impact on
the environment and do everything we can to guarantee that the world around us is safe.
Health and safety managers are responsible for ensuring that the settings we live in are safe
for everyone and everything. Health and safety engineers, on the other hand, design
environments, systems, technologies, processes, and procedures to reduce the possibility of
issues. They bridge the gap between engineering, R&D, and health and safety to encourage
good behaviour whether at work, at home, or in the open environment.

They also work "on the ground" with health and safety trainers in the workplace, looking for
improvements and explaining the methods they have built. Engineers, based on their
experience and expertise, may work practically everywhere. They seek to anticipate and
predict possible difficulties with existing technology rather than being reactive. They will
also install, maintain, repair, and update safety equipment in surroundings.

2.4 EXAMPLE OF ENGINEERING IN OHSMS

Engineering controls safeguard employees by eliminating dangerous situations or erecting a

barrier between the worker and the hazard. Local exhaust ventilation to catch and remove
airborne emissions is one example, as are machine guards to protect the worker. Engineering
controls that are well-designed may be quite effective in safeguarding employees and are
often independent of worker interactions. They normally do not interfere with worker
productivity or personal comfort and make the task easier rather than more difficult to
execute. Engineering controls may have a larger initial cost than other control systems, but in
the long run, running expenses are typically cheaper, and in certain cases, can generate cost
savings in other aspects of the process.

2.5 SUBSTITUTION

Substitution involves employing a less hazardous substance than lead, switching from one
type of process equipment to another, and, in certain situations, altering the process itself to
limit possible lead exposure. In other words, a substance, piece of equipment, or an entire
process can be substituted to offer effective lead hazard mitigation. When selecting
alternative techniques, however, a hazard evaluation should be performed to detect inherent
dangers of the method and equipment.

Any substance considered as a replacement for lead-based paint should be tested to ensure
that it does not contain similarly or more harmful components (e.g., cadmium or chromates).
Because replacement materials might be harmful as well, employers must obtain a Material
Safety Data Sheet (MSDS) before introducing a material into the workplace. If the MSDS
defines the item as hazardous, as defined by OSHA's hazard communication standard (29
CFR 1926.59), an MSDS must be kept on the job site and necessary protective measures
must be put in place before the material is used.

Applying a non-leaded paint rather of a lead-based coating is an example of using a less

hazardous substance. To limit exposure to irreversible airborne lead particles, production
equipment is being changed to use less dusty procedures such as vacuum blast cleaning,
moist abrasive blast cleaning, shrouded power tool cleaning, or chemical stripping instead of
open abrasive blast cleaning. To decrease exposure to lead fumes produced by heating lead
compounds, demolition operations is now performed with mobile hydraulic shears rather than
a cutting torch.

2.6 ISOLATION

Isolation is a strategy of reducing lead exposure to individuals who work directly with it. The
construction of a sealed containment structure around open abrasive blasting activities
separates lead pollution and thereby protects both non-essential employees, bystanders, and
the environment. However, this strategy may significantly increase the lead exposure of the
personnel blasting within the structure. Negative-pressure exhaust ventilation must thus be
supplied in the containment structure to limit worker exposure to lead, increase visibility, and
reduce emissions from the enclosure.

2.7 VENTILATION
Ventilation, either local or dilution (general), is arguably the most essential engineering
control accessible to safety and health professionals for maintaining permissible levels of lead
in the air. The ideal option is local exhaust ventilation, which comprises both portable
ventilation systems and shrouded equipment equipped with ventilation. A correctly built local
exhaust system will capture and manage lead particles at or near the site of production and
transfer them to a collecting system before they can be spread into the work environment.

Dilution ventilation, on the other hand, allows lead particles created by industrial activities to
circulate throughout the work area before diluting the particle concentration by moving large
amounts of air into and out of the work area. Dilution ventilation may be the optimal control
for work operations when the sources of lead dust generation are many and widely distributed
(e.g., open abrasive blasting in containment buildings).

The following are some examples of ventilation controls: Power tools with dust collecting
shrouds or other dust removal accessories that are expelled through a HEPA vacuum system.
Not only that, but vacuum blast nozzles (vacuum blasting is a variation on open abrasive
blasting). The blast nozzle has limited confinement (a shroud) at its end in this form of
blasting, and containment is normally done using brush-lined attachments at the outer
perimeter and a vacuum intake between the blast nozzle and the outside brushes. Negative-
pressure dilution ventilation systems are used in containment structures to lower airborne lead
concentrations within the enclosure, boost visibility, and regulate particulate matter emissions
to the environment.

EMPOWERMENT

3.0 ABOUT EMPOWERMENT IN OHSMS

When it comes to implementing solid health and safety standards throughout the
organisation, good empowerment at all levels of the workplace is required. Empowerment in
health and safety comes from assisting workers in feeling involved and capable of adopting
measures that promote workplace safety for employees.

If you are undertaking risk assessments, safety checks, and have appropriate safety and health
training for all staff but are still witnessing poor health and safety performance, it could be
due to a lack of empowerment among employees and supervisors. to feel engaged and
capable of implementing procedures that increase workplace safety for employees.
When someone is empowered, they realise they have the ability to accomplish something and
have the confidence to do so. Employee empowerment is the process by which firms provide
their employees with all they need to succeed. However, this entails far more than simply
allocating resources. Companies who want to empower their staff should do the following are
give employees a voice by asking and acting on their comments on a regular basis. Secondly,
allow employees to advance by giving them more authority, additional tasks, or even a
completely new role. Thirdly, recognize employees on a regular basis to boost their
engagement and confidence in their abilities. Lastly, give staff the tools, training, and
authority they need to succeed.

Leaders, HR professionals, and co-workers all play important roles in creating a supportive,
empowered atmosphere. All parties must build mutual trust, feel comfortable taking risks,
and set clear expectations and guidelines. Employee empowerment is impossible without this
collaboration.

3.1 The important of empowerment in OHSMS

Employee empowerment can increase trust in leadership, motivate employees, foster

creativity, and boost employee retention, all of which contribute to a higher bottom line.

Employee who is driven Employee motivation has been directly connected to increasing
empowerment through greater autonomy. Experts believe that employees who have more say
over how, when, and where they work would work more and enjoy their jobs more.
Employees who are given the opportunity to demonstrate their abilities will put their best foot
forward and feel more fulfilled at the end of the day.

Leadership that empowers their employees is more likely to be trusted by their subordinates
than leaders who do not empower their employees. This is not to argue that empowering staff
entails delegating tasks that managers would rather not do themselves. Leaders who empower
their staff behave as coaches, encouraging and supporting their employees to achieve their
best work. Employees who felt empowered believed that their bosses would not take
advantage of their efforts, but rather would acknowledge and celebrate their successes.
increased creativity Leaders who were viewed as empowering had direct reports who were
more likely to be rated as very creative by their colleagues. Surprisingly, subordinates who
encouraged their staff to think for themselves and interact across teams came up with more
new ideas. Furthermore, empowered direct subordinates were more willing to volunteer for
extra assignments and support their organisations outside of their day-to-day job functions.
Researchers thought that empowered people were more dedicated to important goals and used
their ingenuity to attain them.

3.2 Effective empowerment in OHSMS

Companies need to tailor their empowerment strategy to individual employees and their
organizational culture. Take the time to determine what employee empowerment methods
work best for your team members. And empower employees to provide feedback to managers
and senior leadership from the start of their time with the company, so they get into the habit
and any early issues can be identified and addressed. Facilitating open, honest conversations
between employees and leaders by using the right engagement solution is a key way to
empower all team members and increase trust.

Recognized to empower give words of support, encouragement, and praise to staff to

empower them. Recognize their accomplishments so they know you care about their success
and believe in them and essential for fostering an empowering culture in your firm. However,
recognizing activities that are consistent with corporate values encourages employees to
continue doing them, giving them the confidence they need to embody your beliefs. Using a
recognition platform can help to create an empowered workplace and make it easy for
employees to feel good about taking positive risks.

Provide possibilities for professional development as well as the required support.

Professional development and employee empowerment are inextricably linked. Job
development is crucial, and because youth account for more than a third of the workforce, it's
in your best interest to address their demands. However, the need to focus on professional
development is not generational. Then, all businesses must invest in learning and growth.
Inviting employees to share their knowledge, take on additional duties, and attend industry
conferences or events empowers them to learn and grow. Enabling employees to take
ownership of their own initiatives and enhance their critical thinking skills guarantees that
they are prepared for new chances. Employees who are exposed to these opportunities feel
valued members of the workplace community. Fostering professional development
necessitates that HR create a clear roadmap for career success at their firm. Even if
employees feel empowered, working toward an ill-defined or impossible goal can be
demoralising. Promoting people within your firm demonstrates that growth and success have
real rewards, so all of your team members may feel sure that they, too, can find a long-term
home with your company. Companies must also ensure that employees who want to reach
their goals have access to a variety of coaching, mentorship, and training programmes.
Mentoring and coaching more junior employees can raise morale and provide them with a
clear sense of direction, but you should also explore building other forms of mentor
connections. An experienced manager may have just as much to teach a new recruit as the
new hire has to teach the boss. Employees will not benefit from the partnership if
psychological safety is ignored.

3.3 Example of empowerment in OHSMS

Although it may appear paradoxical, some of the finest methods for large corporations to
apply employee empowerment examples are actually the most basic. However, employees
should be involved in company decisions. Giving workers a say in major decisions that
impact them is one of the most fundamental forms of employee empowerment. According to
one poll, 74% of managers said employee feedback was "extremely" or "somewhat"
beneficial at improving decision-making processes. Employees who feel they have some
control over their work environment are more engaged and content with their positions,
which equals lower turnover rates for the company. Employees also have a greater sense of
ownership over procedures and products, which may make them feel like they are a part of
something bigger than themselves; psychologists have connected this experience to improved
employee morale.

Managers should be given training. Another example of employee empowerment is providing

management training seminars for managers on how to better empower their direct
subordinates. Employees felt more empowered when they worked with a manager who was
able to assist them set reasonable expectations, according to one research, implying that
managers should be trained on how to best prepare workers for success in their position
before delegating duties. An inspiring leader may positively affect corporate culture and is a
huge asset in the workplace.
Focusing on examples of employee empowerment might also imply investing in employee
appreciation initiatives. These job enrichment programmes will assist managers in
empowering their direct reports by providing a platform for recognising and honouring what
they do effectively. Employee performance is greatly influenced by psychological
empowerment. Because an employee cannot feel empowered if they do not feel valued.
Creating a culture of thankfulness and recognition is critical to empowering your staff. Whole
Foods is well-known for its employee appreciation awards. Whole Foods provides staff
development workshops, instances of self-directed employee empowerment, and employee
acknowledgment for job well done.

Employees are empowered to make choices without contacting a management. Some

businesses may be apprehensive to give workers this level of decision-making authority
because they believe employees will not always make the best decisions or that managers will
have less control over specific projects. Employee empowerment, on the other hand, may
lead to better business decisions since empowered employees often come up with unique
ideas that a manager would never have thought of. Allowing employees to take initiative
minimises turnover rates by providing them with greater options for career advancement and
increased responsibility when they are ready. Employees are far less inclined to hunt for other
employment possibilities when they believe they are advancing inside the organisation.

Implementing any of these employee empowerment examples in your company entails

empowering individuals to make decisions without the need for administrative permission or
involvement. Employee empowerment may also make people feel more autonomous at work,
allowing them to enjoy their professions more.

CONCLUSION

Workplace safety and health should not be overlooked as a service delivery concern.
Workers' health and well-being are crucial aspects of their motivation and job satisfaction,
which impact productivity and retention. Health worker safety has an impact on care quality;
caring for the caregiver should be a top priority for the health system's success. What is
beneficial to staff health is beneficial to patient health. Multistakeholder efforts that integrate
global principles, national policy lobbying, and the participation of professional councils,
schools, and health institutions can facilitate and address gaps in OSH risk reduction
strategies. The PPE Campaign is an important step toward putting occupational safety and
health policies into action, ensuring the well-being of the health sector's most important
resource, as well as the patients and populations they serve, and thus contributing to the
transformation of the health system as a whole.

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